(1) The manager shall not remove any employee from service, take other departmental action or take any action that affects his career development including transfer, promotion, etc., just because he has complained in accordance with this Act.
(2) If the manager takes any kind of action against any employee contrary to sub-section (1), such employee may file a petition before the officer who hears the complaint.
(3) When investigating the application made in accordance with sub-section (2), if the complaint hearing officer finds that the handling of the application is unreasonable, he will order the concerned manager to cancel or correct such decision.
(4) If there is an order from the officer who hears the complaint according to sub-section (3), the concerned manager shall execute such order within fifteen days after the decision has been made. (5) If an employee feels any kind of insecurity at the workplace due to a complaint made in accordance with this Act, such an employee may apply to the manager for protection.
(6) If any application is received in accordance with sub-section (5), the manager shall make proper arrangements for the safety of such employees at the workplace.
(7) If there is no security arrangement for the employee who makes an application from the manager according to sub-section (5) or if the manager himself is an accused party, such employee can demand security before the local security agency and if such security demand is made, the security agency should also arrange for his security.
(8) If it is not considered suitable to keep an employee who has been proven to have committed sexual abuse in that office, the manager should transfer such an employee to another place if he can transfer himself, and if he needs to be transferred by another officer or agency, he should send a written notice to such officer or agency for the transfer.